Anju Reejhsinghani

Students from marginalized groups often carry invisible labor as they navigate systems not always built for them. The real Diversity, Equity, and Inclusion (DEI) work lies in designing inclusive practices to capture the voices of all students to inform impactful long-term change.

Luke James, Co-Host of The Interview, met with Anju Reejhsinghani, Vice-Chancellor for Diversity, Equity, and Inclusion at the University of California, Santa Cruz, to discuss how transparency, humility, and collaboration are critical to drive progress on DEI.

Anju's Journey

Luke: Can we start with a brief introduction to yourself and your organization?

My name is Anju Reejhsinghani; I use she/her pronouns. I’m the Inaugural Vice-Chancellor for Diversity, Equity, and Inclusion and the Chief Diversity Officer at the University of California (UC), Santa Cruz. I joined UC Santa Cruz back in September 2022.

Luke: What drew you to this kind of work?

Prior to my administration role, I was based at a regional campus at the University of Wisconsin as an Associate Professor of History and International Studies. Despite what people may think, Wisconsin has a great deal of diversity. Through my teaching role, I worked with many first-generation students, international students and students challenged socioeconomically. These students needed support that our campus simply couldn’t offer. As the only person of color in my department, the load of supporting our underrepresented students fell heavily on me. There was also a lack of support for Higher Education (HE) state institutions. It became clear that I could make a more significant impact in an administration role, driving the institutional DEI work required for meaningful long-term change.

Luke: How do you go about fostering an inclusive campus culture?

It can be challenging to counter the negative aspects of a campus climate without having a sound understanding of the complexities of the campus community; this takes time. To build this understanding effectively, we need to embed inclusive practice in the design of data-driven instruments – this elevates the quality of the data we extract from surveys, focus groups, and so on.

Understanding the current moment is also important. As a country, we’re still reeling from the October 7^th Hamas attacks, and people are questioning how we’re approaching equity and inclusion work. We need to lead from a place of transparency and humility to ensure everyone feels their point of view is valued.

Luke: Once DEI-relevant data has been collected, how can it be used appropriately?

You need to be transparent about how you gathered the data and how you plan to use it. To make meaningful progress, we need to work with data experts and ensure the right people are involved in the process from an DEI perspective. It’s also vital to maintain the anonymity of the respondents and be thoughtful about signposting each stage of the process for people to engage authentically.

Luke: How do you work to engage all students in these important topics?

We need to recognize that students have many pressures on them beyond their academic studies; these pressures can impact their engagement. To combat this, we need to think from the student perspective when designing programs to maximize accessibility. There also seems to be a misunderstanding in our mainstream media about who Gen Z students are and how they’re siloing themselves. Gen Z students are actively seeking to engage with a wide range of topics; we need to center their voices as we plan events and choose speakers that are relevant to their experience.

Luke: What have you found most effective in having a consistent approach across the university?

Having institutional partners is key to achieving consistency. Our Office for Diversity, Equity, and Inclusion (ODEI) is conversing with multiple divisions about ways we can collaborate. Our approach is dynamic, from offering guidance and funding to full-fledged partnerships aimed at boosting program engagement.

Luke: What have you found most effective when acting on staff and student feedback?

I like to be clear about the boundaries of what is relevant and achievable. Staff need to feel comfortable sharing ideas, even when they don’t necessarily fit the current conversation. We also need to find ways to capture those ideas for when the time is right. When staff and students share their feedback and make requests, I make a point of understanding why – this way, I can offer practical and, sometimes, alternative solutions. Many students have shared their feelings about the invisible labor they carry as students of minority groups; it’s our team’s job to step up and ensure we can connect them with the support they need. 

Luke: What is the best piece of advice you’ve received across the course of your career?

Not many of my HE colleagues know I was a former amateur boxing champion. I gained so much valuable advice from my boxing team that has remained resonant, especially during challenging moments. One, in particular, is to keep your hands up. You never know what’s coming next; be ready for any eventuality so you can move forward, continuing to support others and yourself.